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研究生: 黎安康
研究生(外文): Le An Khang
論文名稱: The impact of Transformational leadership and Trust on Organizational commitment
論文名稱(外文): The impact of Transformational leadership and Trust on Organizational commitment
指導教授: 楊一峰
學位類別: 碩士
校院名稱: 樹德科技大學
系所名稱: 金融與風險管理系碩士班
論文出版年: 2011
畢業學年度: 99
語文別: 英文
論文頁數: 91
中文關鍵詞: Transformational leadershipTrustOrganizational commitment
外文關鍵詞: Transformational leadership, Trust, Organizational commitment
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  • 點閱:8
  • 評分:*****
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This study examined how Transformational leadership and Trust will have impact on Organizational commitment. The literature provided discusses the leadership, trust and organizational commitment.

          Questionnaires were given personally to 400 supervisory and non-supervisory employees from several companies in city which it is Ho Chi Minh, Vietnam; there are 350 questionnaire returned, which 321 completely responses were used for the statistical analysis. The Multifactor Leadership Questionnaire Form 5 X (MLQ Form 5X), which was formulated from Bass and Avolio (1995), was used to determine transformational leadership within the organization. The interpersonal trust questionnaire by McAllister (1995) was used. Organizational commitment was captured using Meyer and Allen’s (1990) Three- Component Model of employee commitment. Transformational leadership and trust were identified as the independent variables and organizational commitment as the dependent variable. The collected data obtained from each of the research instruments was computed and statistically analyzed through factor analysis, Cronbach’s alpha, correlation, and regression analysis.

        Two-tailed correlation analysis showed that although the relationship is weak, there is a positive impact of the transformational  leadership  behaviors and trust  on organizational  commitment (affective, continuance and normative  commitment). However, no statistically significant correlation was found between transformational leadership behaviors and continuance commitment.. Overall findings from this study  suggest  that  transformational leadership behaviors and trust do  play    important roles in determining levels of affective commitment, continuance commitment and normative commitment. This research    therefore adds a new  dimension to  the  body  of  literature  that  will  help researchers’ efforts to understand the relationship between transformational leadership, trust and organizational commitment. As this research takes place in Vietnam context, it contributes to the bank of finding relating to the development of organizational commitment.


This study examined how Transformational leadership and Trust will have impact on Organizational commitment. The literature provided discusses the leadership, trust and organizational commitment.

          Questionnaires were given personally to 400 supervisory and non-supervisory employees from several companies in city which it is Ho Chi Minh, Vietnam; there are 350 questionnaire returned, which 321 completely responses were used for the statistical analysis. The Multifactor Leadership Questionnaire Form 5 X (MLQ Form 5X), which was formulated from Bass and Avolio (1995), was used to determine transformational leadership within the organization. The interpersonal trust questionnaire by McAllister (1995) was used. Organizational commitment was captured using Meyer and Allen’s (1990) Three- Component Model of employee commitment. Transformational leadership and trust were identified as the independent variables and organizational commitment as the dependent variable. The collected data obtained from each of the research instruments was computed and statistically analyzed through factor analysis, Cronbach’s alpha, correlation, and regression analysis.

        Two-tailed correlation analysis showed that although the relationship is weak, there is a positive impact of the transformational  leadership  behaviors and trust  on organizational  commitment (affective, continuance and normative  commitment). However, no statistically significant correlation was found between transformational leadership behaviors and continuance commitment.. Overall findings from this study  suggest  that  transformational leadership behaviors and trust do  play    important roles in determining levels of affective commitment, continuance commitment and normative commitment. This research    therefore adds a new  dimension to  the  body  of  literature  that  will  help researchers’ efforts to understand the relationship between transformational leadership, trust and organizational commitment. As this research takes place in Vietnam context, it contributes to the bank of finding relating to the development of organizational commitment.


Table of Contents

ABSTRACT  i
ACKNOWLEDGMENTS  iii
Table of Contents  iv
List of Tables  vi
List of Figures  vii
Chapter 1 Introduction  1
1.1 Introduction  1
1.2 The problem and motivation of the study  1
1.3 Purpose of the study  5
1.4 Significance of the Study  6
Chapter 2 Literature Review  7
2.1 Transformational leadership  7
2.1.1 Model of Transformational and Transactional leadership  7
2.1.2 Defining and developing Transformational leadership  8
2.1.3 Component of Transformation Leadership  11
2.2 The Role of trust in organizational context  12
2.2.1 Definition of the trust  12
2.2.2 Dimensions of trust  14
2.3 Organizational commitment  16
2.3.1 Definition and theories of organizational commitment  16
2.3.2 Dimensions of organizational commitment  19
2.4 The Relationship between the constructs  21
        2.4.1 The relationship between transformational leadership and organizational
        commitment  21
2.4.2 The relationship between trust and organizational commitment  23
Chapter 3 Research methodology  24
3.1 Research design  24
3.2 Procedure for data analysis  25
3.3 Preliminary testing of scales  25
3.3.1 Reliability analysis  26
3.3.2 Factor analysis  28
3.4 Research model  34
3.5 Research hypotheses  35
3.6 Population and Sample  36
3.7 Measuring instruments  37
3.7.1 Multifactor Leadership Questionnaire (MLQ Form 5X)  38
3.7.2 The interpersonal Trust Questionnaire (McAllister, 1995)  39
3.7.3 Allen and Meyer’s (1990) Organizational commitment Questionnaire  40
Chapter 4 Analysis of  results  42
4.1. Demography  42
4.2 Correlation for all variables  44
4.3 Hypotheses testing  45
4.3.1 The impact of transformational leadership on organizational commitment  45
4.3.2The impact of trust on organizational commitment  45
4.4 Summary  50
Chapter 5 Conclusion and recommendation  52
5.1 Discussion of the results  52
5.2 Theoretical implications  58
5.3 Practical implications  58
5.4 Research limitation  59
5.5 Recommendations for further research  60
5.6 Conclusion  60
References  63
Appendix 1  68
Appendix 2  72
Appendix 3  76
Appendix 4  80
Appendix 5  81
Appendix 6  84
Appendix 7  86
Appendix 8  88
Appendix 9  89
Appendix 10  90
Appendix 11  91













List of Tables


Table 1. Definitions of commitment  17
Table 2. Dimensions of organizational commitment  19
Table 3. Preliminary test for transformational leadership scale  26
Table 4. Preliminary test for trust scale  27
Table 5. Preliminary test for organizational commitment scale  28
Table 6. Result of factor analysis for transformational leadership scale  29
Table 7. Result of reliability re-test for transformational leadership scale  30
Table 8. Result of factor analysis for trust scale  31
Table 9. Result of reliability test for trust scale  32
Table 10. Result of factor analysis for organizational commitment scale.......................33
Table 11. Result of  reliability test for organizational commitment scale.......................34
Table 12. Summary of measuring instruments................................................................37
Table 13. Survey response and rates    42
Table 14. Demographic for the Respondents  43
Table 15. Correlation analysis ..................................................................  ....................44
Table 16. Result of regression analysis (model 1)  46
Table 17. Result of regression analysis (model 2)  48
Table 18. Result of  regression analysis (model 3)  49
Table 19. Result of  regression analysis (model 4)  50
Table 20. Result of regression analysis (model 5)  51
Table 21. Result of  regression analysis (model 6)  52
Table 22. The impact of transformational leadership on organizational commitment..  53
Table 23. The impact of trust on organizational commitment....................................... .53
Table 24. Result of test for all hypotheses................................................................... . .54









List of Figures

Figure 1. The Conceptual Model of Bass  8
Figure 2. Research design  24
Figure 3. Research model  35


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